Search Results (3,787)

Digital human resource management (HRM) systems can expand employees’ access to information, development opportunities, and organisational services, but their employee-level implications remain insufficiently understood in manufacturing settings. This cross-sectional study examines whether perceived digital HRM accessibility is associated with organisational justice, psychological contract fulfilment, employee voice behaviour, and innovative work behaviour in Morocco’s automotive manufacturing sector. Survey data from 180 employees across five manufacturers were analysed using partial least squares structural equation modelling. Perceived accessibility was positively associated with organisational justice (β = 0.521, p < 0.001) and psychological contract fulfilment (β = 0.551, p < 0.001). Organisational justice was associated with voice (β = 0.339, p < 0.001), and psychological contract fulfilment was associated with innovative work behaviour (β = 0.439, p < 0.001). The specific indirect associations were β = 0.177 through justice and β = 0.242 through psychological contract fulfilment. For the justice–voice route, both the indirect and direct associations were statistically significant; for the psychological-contract–innovation route, only the indirect association was significant. The findings concern employee-level perceptions and behaviours; they do not establish objective digital inequality, causal effects, or supply-chain-level outcomes. Full article

While integrating intelligent machines enhances workplace efficiency, it paradoxically correlates with increased employee turnover. To explain this efficiency–turnover paradox, this study draws primarily on conservation of resources theory to investigate how employees’ dependence on intelligent machines triggers turnover intention. Using data from a two-wave longitudinal survey with a two-month lag among 241 manufacturing employees in China, we tested a serial mediation model. Results indicate that dependence on intelligent machines does not directly predict turnover intention. Instead, it exerts an indirect effect through a resource-depleting serial mechanism. By transferring human–machine interaction patterns to interpersonal relations, machine dependence triggers workplace objectification, which in turn exacerbates workplace loneliness. Faced with this severe relational and emotional depletion, employees develop turnover intention as a self-protective strategy. By integrating technological, socio-cognitive, emotional and behavioral dimensions, the findings demonstrate that digital reliance undermines employee retention primarily through a cascade of interpersonal objectification and emotional loneliness, underscoring the necessity of techno-humanistic management practices. Full article

As automated technology advances rapidly, human employees’ fear of being replaced (i.e., technology-induced job insecurity) has become a widespread stress in today’s workplace. It is crucial for organizations to recognize this new technological challenge and address its impact appropriately. Therefore, to systematically understand its impacts and explore potential buffering factors, the present research conducts a systematic review and meta-analysis of 96 studies (N = 43,104 individuals). Drawing on the tripartite response model, we classify their outcome variables into three broad categories encompassing nine subgroups. Furthermore, integrating stress appraisal theory and threat-rigidity theory, we examine two critical moderators reflecting specific coping capability against technological threats. Our findings indicate that technology-induced job insecurity is systematically associated with employees’ cognition, affection, and behavior. Notably, the moderation analysis highlights distinct boundary conditions under which these associations vary across different outcomes, emphasizing the complexity of these effects. Specifically, low threat proximity—providing a crucial time buffer before the actual threat happens—is associated with weaker negative attitudes toward the organization, and lower withdrawal and resistance behaviors. Individuals’ high learning ability—reflecting strong adaptive flexibility—is associated with weaker negative appraisals of the job itself and more sustained proactive behaviors. In summary, the present research contributes to a systematic understanding of how technology-induced job insecurity is related to human psychology and behaviors at work, thereby offering valuable insights to inspire future research and management practice. Full article

Artificial intelligence (AI) is reshaping the global labor market and creating both challenges and opportunities for employees. This study conceptualizes AI as a collaborative partner in the workplace and examines how employee–AI collaboration relates to career sustainability. Drawing on conservation of resources theory and self-determination theory, the study proposes that job crafting mediates this relationship and that AI job role clarity strengthens the positive effect of employee–AI collaboration on job crafting. Three-wave survey data were collected from 398 employees who were required to use AI as part of regular work. The results showed that employee–AI collaboration was significantly associated with career sustainability, that job crafting mediated the relationship between employee–AI collaboration and career sustainability, and that AI job role clarity positively moderated the effect of employee–AI collaboration on job crafting. These findings extend research on AI adoption and job crafting by showing that employee–AI collaboration constitutes an interdependent work arrangement whose long-term career value depends on employees’ proactive work redesign and clear human–AI role boundaries. The findings further suggest that organizations can support employees’ proactive adaptation and career development by clarifying human–AI role boundaries, providing opportunities for skill development, and creating conditions that enable employees to redesign their work effectively. Full article

Small- and medium-sized enterprises (SMEs) currently face substantial challenges in maintaining their operating standards. Implementing occupational health and safety practices (OHSPs) can be an important strategy for success. This empirical study assessed the performance of OHSPs in SMEs. A framework was developed comprising four performance indicators: operations, customer satisfaction, finance, and employee satisfaction. Data were collected from 35 SMEs in the Sindh Industrial Trading Estate (SITE) in Kotri, Sindh, Pakistan, through a self-administered questionnaire and convenience sampling. Cronbach’s alpha was used to assess data reliability, yielding a coefficient of 0.85 and indicating acceptable reliability. The data were then analyzed using descriptive statistics and intercorrelations among the components. Most SMEs reported improved performance, including greater employee motivation (94.2%), target achievement (85.7%), timely order delivery (91.4%), product quality (80%), ease of supervision (57.1%), company reputation (94.3%), profitability (60%), productivity (91.5%), and sales (57.1%). Overall, the SMEs reported improvements across all four key performance areas, primarily following the effective implementation of OHSPs. Intercorrelation analysis also indicated positive relationships among all factors, most of which were statistically significant at the 0.05 level. These findings demonstrate that implementing OHSPs can support sustainable growth and promote healthy lives and decent work, thereby contributing to SDGs 3 and 8. Full article

This study investigates how Thai cultural norms shape employee perceptions of human-in-the-loop (HITL) AI systems in performance appraisal and compensation decisions. Drawing on procedural justice and culturally grounded views of fairness, the study examines the roles of Kreng-Jai and seniority orientation in influencing procedural justice, system acceptance, and trust in AI-enabled HRM. Hypotheses were tested using PLS-SEM and multi-group analysis based on a vignette-based experimental survey of 387 white-collar employees and middle managers from large Thai firms in banking, telecommunications, and FMCG. The results indicate that perceived AI autonomy is positively related to perceived procedural justice, and perceived procedural justice is positively associated with system acceptance and trust. However, Kreng-Jai weakens the relationship between AI autonomy and procedural justice, while seniority orientation reduces the positive effects of procedural justice on acceptance and trust. Multi-group analysis further reveals stronger positive relationships in the AI-aligned condition than in the AI-override condition, with Kreng-Jai exerting a stronger negative moderating effect when AI recommendations are overridden. The study identifies Thai cultural norms as boundary conditions that shape perceptions of procedural justice, system acceptance, and trust in AI-enabled HRM. Full article

Small and medium-sized enterprises (SMEs) in emerging markets face a critical challenge: how to leverage digital transformation to improve efficiency and sustain competitive advantage despite constrained financial and human resources. This study addresses this problem by examining how distinct dimensions of digital transformation affect SME operational efficiency and, in turn, sustained competitive advantage. Grounded in the Resource-Based View (RBV) and Industrial Organization-Based Strategy (IO), the present study conceptualizes digital transformation through three theoretically distinct sub-dimensions, digital strategic orientation (DSO), digital adaptive capability (DAC), and digital technology sophistication (DTS), and model operational efficiency as a mediating pathway to sustained competitive advantage. Data collected via a structured survey administered to 216 Turkish manufacturing and service SMEs operating in Istanbul were analyzed using variance-based structural equation modeling (PLS-SEM) with SmartPLS 4. The findings reveal that all three digital transformation sub-dimensions positively and significantly influence operational efficiency, which in turn strongly predicts sustained competitive advantage. A formal mediation analysis confirms that operational efficiency mediates the effects of all three digital transformation dimensions on sustained competitive advantage, with partial mediation for digital strategic orientation and indirect-only mediation for digital adaptive capability and digital technology sophistication. These results advance theoretical understanding by demonstrating that digital transformation operates as a capability-building process consistent with RBV logic, and that strategic digital orientation, rather than technological sophistication, is the dominant driver of efficiency gains. Practically, the findings indicate that SMEs should prioritize embedding digital strategy into corporate planning, developing structured digital upskilling programs for managers and employees, and investing in scalable cloud-based and AI-enabled infrastructure to achieve cost efficiency and competitive positioning. Full article

Digital technologies have become an essential part of modern workplaces, improving communication, efficiency, and organisational processes. However, excessive and uncontrolled use of digital technologies may negatively affect employees’ well-being and workplace productivity. This narrative literature review examines the relationship between digital addiction and workplace productivity by focusing on the individual, social, and organisational consequences of problematic digital technology use. The study first defines the concepts of digital addiction and workplace productivity to establish a conceptual framework. It then discusses how problematic digital technology use, including excessive internet use, social media use, smartphone use, screen use, gaming disorder, and online gambling, may influence productivity through distraction, reduced concentration, poor time management, stress, health problems, and impaired work–life balance. The review highlights that digital technologies are not inherently harmful; rather, productivity problems arise from uncontrolled and problematic patterns of use. The study concludes by suggesting organisational and individual-level interventions, including digital awareness training, responsible technology use policies, improved time management practices, and supportive workplace environments to reduce the negative effects of digital addiction. Full article

Corporate social responsibility (CSR) can create value through stakeholder responses, but credence-goods settings make it important to distinguish broad reputational evaluations from trust-based reliance on the producer. Integrating signaling and stakeholder theories, this study examines corporate reputation and employee-perceived customer trust as parallel mechanisms linking CSR to employee-perceived firm performance in Yunnan’s tea industry. The study builds on prior CSR mediation research by using a signal–response conversion perspective to clarify how signaling and stakeholder theories differentiate two established stakeholder responses: accumulated evaluative standing (corporate reputation) and perceived relational reliance (employee-perceived customer trust). Survey data from 489 employees were analyzed using a covariance-based seven-factor CFA under explicit maximum-likelihood estimation, observed-composite path regressions, one 5000-resample percentile-bootstrap mediation analysis, and hierarchical moderation tests. Both indirect effects were significant, while the post-mediation direct effect was not (B = 0.083, SE = 0.086, t = 0.967, p = 0.334, 95% CI [−0.086, 0.252]). The customer-trust pathway had the larger point estimate, but the bootstrap contrast was not significant (difference = 0.081, 95% CI [−0.011, 0.177]). Firm size did not moderate the CSR–performance relationship. The findings support two distinct stakeholder-response pathways without establishing that one is statistically stronger; because credence intensity was not itself measured, the industry setting is treated as the theoretical context rather than as an empirically tested moderator. Full article

Innovation is an everyday imperative in the information and communication technology (ICT) sector, yet the psychological conditions through which well-being is associated with innovative action remain insufficiently understood. This study investigates whether subjective vitality and creative self-efficacy constitute distinct psychological pathways—an energy-based and a belief-based mechanism, respectively—through which psychological well-being becomes associated with innovative work behavior, thereby providing a more differentiated examination of the assumption that psychologically healthy employees are more likely to behave innovatively. An online survey was administered to 463 ICT-sector employees in Türkiye, and partial least squares structural equation modeling (PLS-SEM) was used to test direct and indirect relationships with comprehensive assessment of measurement quality, predictive relevance, and effect sizes. Creative self-efficacy emerged as a meaningful indirect pathway linking psychological well-being to innovative work behavior, whereas subjective vitality, though strongly predicted by well-being, showed no significant relationship with innovative outcomes. These findings suggest that not all positive psychological states are equally innovation-relevant: among ICT employees, the indirect association between well-being and innovation was evident through employees’ confidence in their own creative capability rather than through feelings of psychological energy—a distinction with meaningful implications for both theory and practice in knowledge-intensive, digitally dynamic organizations. Full article

This study aimed to evaluate the effects of a ten-week yoga exercise program, implemented for probation employees, on psychological characteristics, cognitive distortions, communication skills, and intolerance of uncertainty. The Cognitive Distortion Scale, the Brief Symptom Inventory, the Intolerance of Uncertainty Scale, and the Communication Skills Scale were administered to 71 volunteer employees. Thirty-three employees who indicated they would regularly participate in the yoga exercise program were assigned to the intervention group, and 38 employees were assigned to the control group. A quasi-experimental pretest–posttest control group design was employed. Statistical analyses were performed using the SPSS 24 software. The intervention group showed a significant adjusted posttest advantage in communication skills, although the time × group interaction was not significant. Psychological symptom scores showed favorable within-group reductions in anxiety, depression, and hostility in the intervention group; however, the adjusted group and time × group effects for overall symptoms were not significant. The total cognitive distortion scores showed a nonsignificant favorable trend. Conversely, intolerance of uncertainty increased significantly more in the intervention group than in the control group, indicating an unfavorable change. The yoga exercise regimen demonstrated limited and mixed effects in reducing anxiety, depression, and feelings of hostility within a group setting, and improving communication skills. The findings suggest that yoga can be integrated into institutional training and psychological support programs for employees. Full article

Background: Algorithmic Operational Control increasingly shapes logistics operations through AI-enabled decision systems, yet its relationships with Human Operational Agency and innovation remain insufficiently understood. This study examines relationships among Algorithmic Operational Control, Leadership Mediation Capacity, Human Operational Agency, and perceived Logistics Innovation Quality. Methods: Survey data were collected from 3613 logistics employees across six Western Balkan countries. A split-sample design combined exploratory and confirmatory factor analyses with structural equation modeling, supplemented by organizational clustering diagnostics, multi-group CFA, and a reduced-overlap sensitivity analysis. Results: Algorithmic Operational Control was negatively associated with Human Operational Agency and Logistics Innovation Quality, whereas Leadership Mediation Capacity was positively associated with Human Operational Agency. Human Operational Agency partially mediated the association between Algorithmic Operational Control and Logistics Innovation Quality and fully mediated the association between Leadership Mediation Capacity and Logistics Innovation Quality. Organizational clustering was negligible, the measurement structure was stable across countries, and sensitivity analysis preserved all principal relationships and mediation effects. Conclusions: The findings indicate that preserving human judgment and adaptive decision-making is associated with more exploratory and long-term-oriented innovation and position leadership as an interpretive mechanism reconciling algorithmic recommendations with human judgment. Full article

Background: This presentation is based on a paper that was published last year in the peer-reviewed journal Recht & Psychiatrie [¹]. The study investigates consumption patterns in patients who have been diagnosed with a substance use disorder and are being treated in a forensic psychiatric hospital under section 64 of the German penal code. High cost of treatment and a higher risk of reoffending when terminated prematurely underlines the importance of determining who has a high chance of completing treatment and why. It is important to note, that the investigation of dynamic predictors of recidivism in patients who undergo mandatory forensic addiction treatment has been insufficiently examined. One dynamic factor could be the consumption pattern during treatment. Relapses during addiction treatment is not uncommon and relapse rates range from 16.7 to 81.6%. However, evidence shows that moderate consumption does not necessarily have a negative effect on legal prognosis. So far, there are no clear findings as to how substance use during therapy affects recidivism or early treatment termination. Furthermore, consumption patterns have not yet been conclusively conceptualized. Studies don’t go beyond quantifying relapses and only investigate factors that promote or protect patients from relapsing. So far, there has been no investigation of actual consumption patterns during forensic mandatory treatment. Therefore, the goal of this study was to provide a description and classification of consumption patterns, identify factors that promote substance use or encourage abstinence and describe the relationship between consumption patterns and treatment termination. Methods: This qualitative study examined the components of consumption patterns via 17 interviews with patients, who underwent mandatory treatment in a forensic psychiatric hospital in Germany and two focus groups with employees of the same hospital. Results: Findings show different patterns: temporal, observed and internal. A temporal pattern can be divided into five overarching types (progressive, regressive, constant, intermittent, chaotic). Internal patterns of factors within and outside the patient constitute the observed consumption patterns. Conclusions: The reflection of the observed behavior allows therapeutic intervention points. Future studies should validate the components and further investigate the relationship between certain patterns of consumption behavior and recidivism. Full article

The growing volume of tourism in European mountain national parks has resulted in numerous conflicts between nature conservation and the expectations of various stakeholder groups. Exceeding ecological and social carrying capacities has led to an ongoing debate on implementing visitor limits and further restrictions, the effectiveness of which strongly depends on public understanding and acceptance. Therefore, the main aim of this study was to assess the level of knowledge regarding the general system of nature conservation, attitudes toward potential regulations, and their impact on conservation and tourism development across three stakeholder groups. A non-probability, purposive-convenience sampling strategy was utilized due to the specific characteristics of the surveyed stakeholder groups. The research was conducted using an online questionnaire distributed to tourists, mountain guides, and employees of the Babia Góra, Gorce, Pieniny, and Tatra National Parks, resulting in a total sample of 106 respondents. Statistical differences among the national parks employees (n = 24), mountain guides (n = 42) and tourists (n = 40) were analyzed using the Fisher–Freeman–Halton exact test due to violated Chi-square assumptions, supplemented by Cramér’s V for effect size. The study demonstrated that national park employees and mountain guides possessed significantly higher factual knowledge regarding biodiversity threats and zoning regulations compared to tourists. Significant differences among stakeholder groups were confirmed across multiple dimensions (p = 0.005 to 0.05), with Cramér’s V values indicating moderate relationships (V = 0.21 to 0.26). Conversely, national park employees and tourists expressed stronger support for expanding protected areas, whereas mountain guides more frequently associated new national parks with tourism restrictions. Moreover, the majority of respondents across all stakeholder groups agreed that: (i) nature protection is the main goal of national park establishment; (ii) educational activities are the most effective methods of protecting nature from tourism-related threats; (iii) leaving trails should be banned in all national parks, and (iv) seasonal limits on tourist entry should be obligatory in the most frequently visited parks. The lack of significant differences was confirmed by statistical test (p = 0.08–0.93). Considering the findings of this preliminary investigation, it is suggested that future research directions should include additional stakeholder groups and encompass a wider geographical area. Full article

Organizations increasingly confront persistent tensions that require leaders to address competing demands simultaneously. Prior research has established paradoxical leader behavior (PLB) as an important behavioral response to such tensions, yet less is known about the cognitive–emotional capabilities associated with PLB. Using cross-sectional self-report survey data from 264 employees in supervisory, managerial, and project-leadership roles, this study examines how integrative complexity (IC), cognitive reappraisal (CR), and expressive suppression (ES) are associated with PLB. We combined hierarchical regression, polynomial regression, and response surface analysis to characterize their independent and joint associations. IC and CR were positively associated with PLB in the simultaneous regression model, whereas ES was not. A formal comparison of the regression coefficients further showed that CR was more strongly associated with PLB than ES, supporting Hypothesis 2-2. Higher-order terms did not add significant explanatory power beyond the linear terms. Thus, the highest predicted PLB at high IC and high CR primarily reflected the additive accumulation of their positive associations, not a nonlinear synergistic or congruence effect. Under imbalance, IC-dominant profiles were associated with higher PLB than CR-dominant profiles. These findings indicate an additive but asymmetric capability pattern in which IC appears to be more central and CR provides a complementary emotion-regulation resource. The study shifts attention from isolated individual attributes to the joint pattern of cognitive and emotional capabilities, while interpreting the evidence as cross-sectional associations rather than causal developmental processes. Full article